PDR for Managers, Heads and Divisional Heads

The Performance and Development Review (PDR) is the approach used by the University to evaluate job performance over the previous 12 months and set staff development goals for the coming year. It is an integral part of the University’s commitment in ensuring that all general staff have an opportunity to develop themselves further.

The Performance and Development Review takes place 1 August to 31 October. In early August it is recommended that all staff should prepare for the process by familiarising themselves with the PDR Policy and refer to:

• The Performance and Development Review - A Quick Guide (distributed in early August)
• The PDR examples of completed PDR forms
• The PDR Information and Training Sessions for Managers.

Heads Only

• Department Heads should also prepare PDR Discussion Forms for eligible departmental staff. For more information see PDR Discussion Forms.

Between August and the end of October, the majority of the PDR process should be completed. During this time it is expected that:

• The Manager/Head, should consider the performance of their staff over the previous year. It is encouraged that the outcomes and competencies framework is used as details in the PDR Policy. The document Preparing for the PDR (Reviewers) may assist with this
• The PDR Discussions will take place between the Manager and the staff member
• The Managers will write up the PDR Discussion form passing it to the staff member to check that the content of the form is an accurate record of the meeting
• The form will then be forwarded to the Head for the PDR Salary Review.

Heads Only

• The Department Head conducts the PDR Salary Review and signs the increase section of the PDR discussion form, either approving, recommending or not awarding a salary increase
• The Department Head should record the PDR Outcomes onto the PDR Web Application by 31 October.

Once all the PDR’s have been completed, the Divisional Head needs to consider recommendations for salary increases funded from the divisional merit fund. This might involve Divisional Heads meeting with departmental heads to consider the recommended salary increases.

Divisional Heads Only

• During this period the Divisional Head approves or declines salary increase recommendations from the departmental heads through the PDR Web Application.

Heads Only

Once the Divisional Head has finalised allocating the Divisional Merit Fund, the Head will:

• Provide the staff member with a completed and signed version of the PDR Discussion Form
• Prepare the PDR Outcome Letters for staff who were successful in the salary review, or were declined an increase at divisional level
• Send a copy of these letters to Human Resources.

Salary increases will be effective 1 February the following year.

The Management Band PDR follows a similar process to that of the General Staff PDR. The overall principles and practices outlined in the General Staff Performance and Development Review Guidelines 2011 will apply. Additional things to consider with Management Band PDR are:

• There is a higher level of performance expectation from a Management Band PDR
• The Management Band Salary Review does not fall under the Fiscal Control
• The divisional head has been given the delegated authority by the Vice-Chancellor to award salary increases up to $2,000. Salary increases above $2,000 should be approved by the Vice-Chancellor.

Further information can be found at Management Band Guide for Reviewers & Heads.

Information sessions and other training opportunities are available for Managers, new staff and staff wanting a refresher. Staff are encouraged to attend an information session every three years.

Please select the relevant information session to enrol:

• Performance and Development Review Information Session for Reviewers/Manager/Heads
• Developing Your Staff
• PDR Web Application Training